Most startups and entrepreneurs in general envision a strong, safe, and smart workplace before opening their doors for business. However, once operational, you may start noticing things reminiscent of moving into a different house: the doors start to creak, a pipe leaks, boards in the framework start to warp, windows start to leak, and you start to fear for your well-being.
Most research points to ballpark figures when it comes to a new business failure: Roughly 20 percent of all small businesses fail during their first year while 50 percent fail in their fifth year. Experts attribute many reasons—insufficient capital being number one—for these failures.
However, according to a human resources and personnel advisor, Pando Logic, who you hire will ultimately determine the success of your business if you happen to fall into the 50 percent of five-year businesses landing in the plus zone of the failure equation. You must hire the right talent at the right time, says the talent acquisition consultant. So, how do you ensure this happens?
First, try to avoid hiring for an immediate need based on a suddenly immediate situation. Sometimes, this is unavoidable, but if you follow a holistic, long-term regimen in hiring, you will find your rate of dealing with surprise job vacancies and their related urgencies will begin to dwindle.
From employee accidents that threaten the livelihood of your new business and employee safety, to unsafe conditions, to who you hire, to how you design your workplace and physical environment, your dream business can suddenly become a nightmare because of liability and lawsuits.
So, how should an entrepreneur striving to create a vibrant and healthy workplace design his hiring process? Simply follow some quite logical guidelines.
Identify not only your current needs, but your far-ranging needs as well.
Your business plan should include an employee paradigm that starts with your very first hire. That paradigm should include competency in the position to be filled, an attitude that supports the business mission or objective, a demonstrated passion for the type of work involved, and—though so obvious it is often overlooked—a regard for employee safety and a healthy workplace. If your first and ensuing interviewees do not meet these metrics, keep searching for the right hire. All these values will result in a team of workers with their eye on the big picture.
Take time to do some homework on your new hire.